Managing Employer-Employee Gaps

We estimate that the cost of replacing an average manager in a large organisation is 1.5 times the annual salary of the worker. To minimize turnover costs and maintain a productive workplace, employers need to look beyond the salary and benefits. Work can be a positive experience for your employees when their work expectations are being met. Salary and benefits are the obvious compensations that an employee expects from his or her employer, but there are a host of immaterial things that can provide job satisfaction.

The VSAPAC Group has successfully developed a tool  that can effectively measure the proximity of expectations of employer-employee across more than 1,600 combinations at real-time. This toolkit can assist employers in ways to improve relations, enhance the workplace environment, address perception gaps - customised to each employee settings (internal/external), and yet matched to employer expectations.

c8: TALENT ASSESSMENT AND COMPATIBILITY SYSTEM



Our observation is that most employers expect key things from their staff such as:

A Team Player: An employee who is able to relate and work well with a diverse group of people. Someone who leaves his or er problems at the front door, and shows up to work with a “winning” attitude.

A Go-Getter: An employee who can be focused and determined. Someone who doesn’t have to be micro-managed or asked twice to do something. A person who can generate new ideas, follow these through and actually benefit the company.

Multifaceted: An employee whose skills aren’t limited to those needed just for his or her specific position. Someone with great initiatives and who can perform a variety of duties with ease and enthusiasm, and is willing to learn new skills.

Flexible: An employee who can “go with the flow,” and handle assignments as needed. Someone who won’t say things like “there’s no way I can work those hours,” “I didn’t plan on and don’t want to work on this assignment,” or “I can’t believe I have to share an office with three people.”

A Good Communicator: An employee with poise, tact, and something worthwhile to say; someone with a good command of the English language that can converse with ease; an employee who can also write as compellingly as they speak.

On the other hand, employees do have a basic expectation that would make them part of a happy workforce. We list some of these as follows:

Environment : Many employees expect a pleasant work environment. No one wants to wake up each morning having to face politics at work or deal with a hostile, unsecure environment. There could be varying stress levels and social atmosphere that would not be suited for the employees.  Some employees do expect being assigned projects that require teamwork and personal interaction. That said, different personalities expect different types of work environments. Some people work better under pressure and welcome the opportunity to be challenged. Giving workers the opportunity to express their ideas in a workplace that emphasizes results over personal relationships may give them satisfaction.



Structure vs. Independence Structure is an integral part of the workplace for some employees, including having adequate resources whilst some would be able to handle work just fine with very limited resources. Some employees within the workforce prefer being given specific timelines, procedures, or guidelines that may be beneficial to them when completing a project or problem-solving. Some people, however, expect to work independently. They may want to set their own priorities or use their methods of problem-solving. Granting freedom to take on new responsibilities or to streamline current procedures might be a way to keep your employees happy.

Work vs. Personal Life: Most employees expect a certain balance between work and personal life. They have commitments outside of work and feel that work should not distract them from fulfilling those commitments. In a dynamic, high growth-high target setting, employees may need to sacrifice their commitment to their families and other activities in favour of higher rewards/goals. There is a need to balance between work and personal life, but also that employers do expect high standard of job performance at a particular stage of the organisational life cycle.

Career Growth: Having a career is important to many people in today's business climate. If your employees enjoy their job, invest a lot of time and effort, and succeed at it, they probably expect to get rewarded. The reward doesn't always have to be monetary; sometimes a new job title, increased responsibility, or other incentives will provide the positive reinforcement they desire - but different people have different expectations. Career-minded employees probably want to gain new experiences and increase their set of job skills, making themselves more marketable to other employers. Making sure your employees know there are opportunities for advancement may keep them satisfied and keep them with your company. 


c8 is an employer-employee matching tool that can help identify the things that can make work a positive experience for your employees and identify areas where employees may not be satisfied in their current positions if their work expectations are not met.

As an employer, you understand the high cost of employee turnover. If you want to retain your employees, you can use c8 to learn what their work expectations are and do what you can to increase their job satisfaction, making work a positive experience - at the same time, you can use c8 to educate the employees about your expectations and address any gaps in perception.

For more details about how c8 can successfully analyse and recommend talent selection and retention, please enquire within: advisory@vsapac.com .